Great Managers Admit Their Mistakes…U of M Football in the News

December 28, 2009 By Leave a Comment

One of the toughest things a manager might have to do sometime in his/her career is to admit a mistake. When University of Minnesota Men’s Athletic Director Joel Maturi hired Tim Brewster as the head football coach, I thought it was a mistake to hire a head coach of a NCAA Division I football program who not only had no head coaching experience, but also lacked a track record as an offensive or defensive coordinator. When he was offered the job, Brewster was a tight ends coach with the Denver Broncos – the equivalent of a first line manager in the corporate world. With a 6-18 record in Big Ten play – and dismal late season performances both this year and last, you would think that Maturi would have the courage to acknowledge a mistake was made and send Brewster on his way.

Instead, this morning the StarTribune reported that Maturi is planning on offering head football coach Tim Brewster a contract extension! Here is Maturi’s primary reason:

“We need stability with the coach, with the coaching staff,” Maturi said. “And this should also bode well for the recruiting going on and for the future of Gophers football.”

I supposed you could make a case for a contract extension if there was a glimmer of hope that there would be some improvement in performance. But I’m not buying the stability argument.

The decision to extend this contract rewards less than stellar performance and that is a dangerous practice in any organization. However, the stability argument just does not hold water. Since Brewster took over there have been five different coordinators (3 defensive and 2 offensive) in the three years of his tenure. Having that much turnover in these leadership positions is generally not a good thing – and does not promote consistency or stability in the program.

Of course, the Gophers do play Iowa State in a bowl game on December 31, 2009, and Maturi did fire the previous coach after his team blew a huge lead in a bowl game in December, 2006. So stay tuned…

Filed Under: Observations Tagged With: , , , ,

Gift Ideas: Twelve Lords A’Leaping or Coaching Sessions?

December 20, 2009 By Leave a Comment

I had a wonderful initial coaching session with a new client yesterday morning at 7:30AM. Even though it is really challenging to get out of bed on these dark Minnesota winter mornings, I do enjoy the morning hours and meeting at a local coffee shop (that was the client’s choice) helped jump start the day. Nigel (not his real name) developed four clear and actionable goals and we got off to a great start.

It is not unusual to do a coaching session on a Saturday morning – I always accommodate the client’s schedule as best I can. What is a bit unusual is how this engagement came about. Normally, I’ll get a call from some one in human resources or from a senior leader in an organization to check out my availability to coach usually a senior manager or executive around some specific issue as part of their development. This time I received an email from one of the participants in one of my recent management development workshops. She wanted to know if I would be interested in putting together a “coaching package” for her husband that she could give him as a Christmas present.

As most you know, I’m am a minimalist and when it comes to gift giving, I am always in favor of the gift of an experience in lieu of stuff. So I thought this was a grand idea and told her that moving forward would depend on the fit between what Nigel was seeking as an outcome of the coaching and what I was skilled in providing. Nigel’s goals focused on leadership development, work/life balance, and generally getting better at working and playing well with others. He also had data about himself we could use (MBTI® and StrengthsFinder 2.0). His needs were directly in my area of focus, so I put together a coaching package of three 90 minute sessions and we just had our first one.

So if you are looking for an idea for a Christmas gift, think about giving the gift of an experience – a membership at a museum, tickets for a concert or the theater, and yes, even a series of coaching sessions. If you decide to give a series of sessions with a professional executive/life coach as a gift, here are several things to consider. If the answer to each of these four questions is “yes”, you may have discovered a great gift-giving option!

Is there a specific focus for the coaching?

In this case, Nigel had some very specific goals that he wanted to address as part of his personal and career development.

Is the person for whom you are giving the gift open to this experience?

While I know it is the thought that counts, your potential recipient may say that they’d rather have a root canal then meet with a coach.

Is there a good fit between the person getting the coaching and the coach?

Giving this kind of gift takes a little pre-work such as that initiated by Nigel’s wife. So while it may not be a surprise, it can be very meaningful if there is a good fit between coach and coachee. I was fully prepared to be the one to say that maybe Nigel would be happier with a different coach.

Is the price reasonable?

This is where the sage advice of caveat emptor (buyer beware!) applies. What you are looking for is a three to four session “package”. There are some coaches that will use this opportunity to create a lifelong (and expensive, to you or the person receiving the coaching) relationship. So be clear on what you are purchasing.

So do you still have some Christmas shopping to do?

Filed Under: Jobs and Careers, Management Development Tagged With: , ,

Why Should We Name a Building After You?

December 19, 2009 By Leave a Comment

As I drive around Minneapolis running my pre-holiday errands, for some reason, I started thinking about the number of buildings, programs, streets, and events named after people.  And in pretty much every city I’ve either lived in or visited I notice the same thing.  Some of the names are familiar – like those of  presidents – others are known primarily to the residents of the local communities.Your Building?

Nevertheless, communities name buildings after people for some reason.  It usually has something to do with the legacy of the person so honored.  This tradition has been around a long time.

From time to time, I ask myself why “that person” has a building (or airport) named after them and actually resist calling that facility by the “famous” person’s name. (Washington, DC’s airport will always be “Washington National” to me.)

I’m interested in hearing from everyone – but particularly members of Gen X and Gen Y. What do you think will be reasons for decision-makers to name something after members of your generation? Or do you even think that this practice will continue or die?

Filed Under: Commentary, Community Dialogue Tagged With: ,

Thanks for the advice, Mom! And Happy Birthday!

December 17, 2009 By Leave a Comment

Alice Drozdal circa 1940Today would have been my mother’s 91st birthday – she died ten years ago on December 12, 1999.
In the ten years since her passing, I have thought about her often – even more so in recent days.  I remember the stories she told me about growing up in southern New Jersey just across the Delaware River from Philadelphia as a middle child of Polish immigrant parents. She came of age in the heart of the Great Depression and married my father two months after the Nazis invaded Poland to mark the start of World War II in 1939. And having grown up in a neighborhood of boys, she could hit the hell out of a baseball. I still have a mixture of pride and embarrassment when I think about the summer evening she was playing ball in our back yard with the neighborhood kids and hit a line drive directly into the neighbor’s kitchen window!

I’ve blogged in the past about what I’ve learned from my father about working and playing well with others. I just wanted to share a key lesson from my mother that contributed greatly to my almost twenty year run as a freelance consultant/writer.
I was probably about eight years old.  It was summertime and I was playing Little league baseball. I guess I inherited my mother’s prowess with a bat because I was a pretty comfortable as a hitter right from the start.  And this particular evening I had four base hits and was touting my exploits to the neighbors. My mother overheard my bragging, dragged me into the house, and firmly explained that “tooting your own horn” was not only inappropriate, it could come back to embarrass you.  Her belief was that it is much better to let others talk about your accomplishments rather than doing it yourself.My Mom and me

Today people often ask me if I am an expert in whatever. Having had my mother’s good counsel, I will respond by saying something like, “Well, I do work in that area, however, it is really not for me to say if I’m an expert; that’s for others to say.”

As I look at some blogs, resumes, Facebook pages, and other venues, I wonder how my mother would react today to some of the claims people are making and what they are saying about themselves.

I’m interested in hearing from everyone – particularly Millennials and Gen X readers – regarding the relevance of my mother’s advice in this new age of social media marketing. Thanks!

Happy Birthday, Mom!

Filed Under: Commentary, Mentoring Tagged With: , , ,

Intelligent Life Among Gen Y – Part 1

November 5, 2009 By 1 Comment

I have been on Twitter for six months. During that time I have connected with a community of some pretty amazing people and participated in the online public discourse that those I follow and who follow me encourage. There is a reasonable chance that I may have met some of these people eventually in this life or in my next reincarnation. However, Twitter accelerated that process. And yes, I have been spammed a number of times as well, but the latest version of Twitter makes it easier to report those rascals.

One of the people that I have had the privilege of meeting in the Twitterverse is a 24 year old named Matt Cheuvront (Twitter name @mattChevy).  As I have written in other posts, I see great hope in the Millennial or Gen Y generation and want to do what I can to help them make a difference. One of the questions that I often ask  is what will the leaders who emerge from this generation look like. I don’t know what Matt will be doing twenty years from now. However, he has already given us some clues about what leadership might mean to his generation.

Here is a brief autobiography taken from his blog Life Without Pants:

Twenty-three years old [he just turned 24 on 10/31/09], newly engaged, and in my new home of Chicago, Illinois.  I’m passionate about relationship marketing and social entrepreneurship, forging connections and encouraging interactivity amongst people in every way possible. Striving for the added bottom line of giving back to others. We’re put on this earth to ask questions, to challenge one another, to inspire one other to be great. That’s where I come in. I’m an agent who inspires greatness – living life by the moments, without really knowing what tomorrow may bring.

In my work with successful leaders from all walks of life and generations, one of the key characteristics seems be that they have a sense of their personal power that comes not from the position that they hold, but instead from their credibility, competence, likeability, and networks.

Let’s look at these sources of personal power in reverse order. Not only does @mattChevy have a huge online network, he nurtures it, invests in it, and values it. Whenever someone comments on his blog, he acknowledges it. ( I don’t think this guy ever sleeps! Come to think of it, neither did I at 24!) Likeability is present when we find ourselves saying, “I really would like to work with this person”. I get the impression that there are many who would rate Matt high on likeability. When it comes to social media marketing and how to enage others in the public discourse about important issues, he knows his stuff.  What enhances his competence though, is that he is always asking others for their insights and continues to learn. Finally, credibility is about doing-what-you-say-you-will-do.  In his bio, Matt writes:

I’m passionate about relationship marketing and social entrepreneurship, forging connections and encouraging interactivity amongst people in every way possible. Striving for the added bottom line of giving back to others. We’re put on this earth to ask questions, to challenge one another, to inspire one other to be great.

If you spend some time reading his blog and following his tweets, @mattChevy does exactly what he says he will do.  As an example, yesterday he posted an article on his blog titled Why I Won’t be Moving to Maine Anytime Soon. This post is his personal reflection about Maine voting down a same sex marriage law.  What is noteworthy about this example is that he speaks from the heart with great courage and encourages a dialogue by specifically wanting to hear alternative points of view. At the time of this writing he has received 92 comments – and counting. If you take time to read the thread you will see an amazing sense of community and commentary.

In the spirit of full disclosure, @mattChevy did not ask me to write this, and in fact, may be surprised to see it. I hope it is OK with him.  I wrote it for two reasons.  First, I think Matt is a real mensch – a great Yiddish word meaning someone to admire and emulate. Second, in too many contexts, the conversations about members of Gen Y is – well – not very flattering.  In every generation, there are people that we need to forget and those that we need to recognize and appreciate. My intent is to bring to light other emerging Gen Y leaders in this blog.  Matt Cheuvront is just the first.

Filed Under: Commentary, Community Dialogue Tagged With: , , ,

Do Others Know What You Expect of Them?

November 4, 2009 By 2 Comments

It’s hard to work and play well with others if expectations don’t get shared. If both were still alive, today would have been my parents’ 70th wedding anniversary! They were married for 52 years and I was around for 41 of those.

When two people are in a relationship that long there will always be ups and downs and good times and bad. The longevity of any relationship really depends on how well those in the relationship find ways to make it work. One of the things that I noticed when times a got a little rocky between them was that they would forget to share their expectations of each other openly. Instead they just assumed the other knew what those expectation were. A case in point was usually the holiday season. Each would have expectations about what a great holiday season might look like, yet each would never share those expectations with the other. As a result, both were disappointed more often than not.

How many times have you experienced a situation where your boss assumed you knew what was expected or you were a member of a team that just left a meeting assuming everyone knew the assignment – yet those expectations were never openly shared.

Why are we so afraid to share those expectations openly, when not sharing them usually results in hurt feelings?

Filed Under: Management Development, Observations, Organizationnal Design and Behavior, Team Development Tagged With: ,

Comment on "Finally! The Facts About Gen Y At Work"

November 4, 2009 By 1 Comment

One of the frequent laments from those who comment on generational issues in the workplace is the absence of real data.  Many insights about the different generations – particularly about Gen Y – seem to come from anecdotal observations. While those viewpoints are a kind of data, having more objective information is always helpful.  So when Michelle Pinchev’s post entitled, “Finally! The Facts About Gen Y At Work” appeared on Brazen Careerist, I thought it would be worth reviewing.

Michelle, who is an e-Marketing Specialist for Career Edge Organization, describes the study this way:

…Career Edge Organization commissioned a survey with Angus-Reid Strategies. From September 2 to September 10, 2009 they surveyed 1000 Canadians who are Angus Reid Forum panelists, ages 18 to 29, online. The sample was designed to ensure an over-sample of visible minority groups within the Canadian population (made up of approximately 54% of all respondents), as well as Canadians with at least some experience with post-secondary education (made up of approximately 95% of all respondents).

The objectives were to better understand the aspirations and expectations of Gen Y, and to better understand what Gen Y can offer in the workplace.

Pinchev cites three major findings of the study:

  1. Gen Y values merit over tenure.
  2. Gen Y employees are loyal rather than job-hoppers.
  3. Work-Life Balance is the top long-term Gen Y goal.

Let’s look at this study and the key findings in more detail.

First, the study used a sample of 1000 Canadian Gen Y employees. I have worked extensively with both Canadian and US business organizations in my career. While there are similarities between organizational environments in each country, there are also differences. For example, there are differences in employment law as well as health care systems in each country. Therefore, generalizing the findings of this study needs to be done with great care.

Second, the major findings actually confirm the aspirations and expectations of Gen Y rather than provide either new or definitive insights for this group.

In valuing merit over tenure, the respondents are simply confirming that just “paying one’s dues” for a period of time is not acceptable. That Gen Y wants to be rewarded for performance rather than the amount of time they have been in a position is not new information and yet it remains one of the major deterrents to retaining this group of employees in organizations that fail to grasp this concept.

The finding that Gen Y rates work-life balance as a top goal also confirms the prevailing view of this generation. The value-added insight would be what work-life balance looks like to Gen Y as opposed to the Baby Boomers who still set most of the policies at major companies. For example, I remember when “business casual” became the prevailing dress code in US corporations.  One senior executive interpreted it to mean that he could now wear a bow-tie to work with his three piece suit while many others viewed it differently.

Finally, Pinchev claims that the finding that Gen Y is more loyal to employers is new data. If you read her explanation, it is really not. She states, “When treated loyally, Gen Y reciprocates”.  That’s the caveat that cannot be underestimated. When Gen Y employees are not valued, not rewarded, and do not have a chance to learn and grow, they will leave. A number have reported to me that they would rather leave and live with their parents rather than work for a bad employer. And there are many employers and bosses who fail to understand this dynamic.

All in all, I think this study adds value in confirming what is already known about Gen Y. Given that Gen Y is the pipeline for new leaders in organization, getting an understanding of how this generation views leadership and the how they will play that role in the future is an important next question.

DrJohnDrozdal

Filed Under: Commentary Tagged With: , , , ,

What Does Fun at Work Look like?

August 23, 2009 By Leave a Comment

Eline Kullock brought Jason Young’s “Ten Key Gen Y Characteristics” to my attention.  One of the characteristics is “#6 – Enjoy absurdity and odd humor”.  Hmm.. No wonder I can relate to this generation.  I also recalled that Millennials also enjoy a fun work environment.

So here is my question for those Gen Y folks out there – actually two questions: What makes you laugh? What does a fun work environment  look like for you? I would love to hear your comments.  Thanks in advance

Filed Under: Community Dialogue Tagged With: , ,

Who Plays the Fifth Business Role in Your Business?

July 26, 2009 By Leave a Comment

This obtuse title needs a little explanation. One of my favorite novelists is the late Canadian writer Robertson Davies. Perhaps his most famous work is the first book of the Deptford Trilogy, Fifth Business. The author explained the book’s title as a theatrical term – a character essential to the action but not a principal, “called the Fifth Business in drama and opera companies organized according to the old style.” In the spirit of full disclosure, Davies later admitted that he invented the term. However, I think it is a great term and my total immersion in the Minneapolis theater scene triggered a memory trace of Davies’ and the fifth business role in any production.

I also believe it has some applicability to organizations. In any organization, we typically know who the “leaders are because they are the ones with the titles – the principals as Robertson Davies would say. However, there are others in the organization – “characters that are essential to the action – whose absence would be extremely obvious. They are the ones who don’t just get work done. They are so tuned into the organization and how things work that they can really make things happen.

For example, I recently facilitated an off site leadership team meeting. We had an extremely successful session that would not have been nearly as productive if the person assigned to handling all of the logistics and meeting arrangements with the hotel were not there. Not only did Mary have things running like clockwork, she brought the whole event in under budget!

So take a minute to think about the people who play those fifth business roles in your organization and send me their story.

Filed Under: Observations, Work place issues Tagged With: , , ,

Lessons From Living a Public Life

July 24, 2009 By Leave a Comment

Let me be clear.  I am not a celebrity. If I am famous – which is not for me to say – I am unaware of that fact. From time to time, I have received kind notes of gratitude for my work and that feedback is always great to get. However, I have always led a very public life.  Not because I purposely sought to do that; it just seemed to turn out that way.

In the village where I grew up in NJ, I participated in a lot of activities that kept that public side in view including baseball, theater, music, public speaking, and elected office in school. So people knew who I was even though I did not know them. In my current life, I have been working with one client for pretty much my entire freelancing career.  During that time I have met well over a thousand people in just this one company. A very common occurrence is that someone will say, “Oh, I saw you at the grocery store or in the hall or at such and such a play last week.” When I hear comments like that it makes me realize two things: Others are observing me without my seeing them; and I better pay attention to my behavior because others are!

Last week I was in the left-hand turn lane waiting for the oncoming traffic to pass so I could enter the parking lot of my favorite coffee shop for a caffeine fix before my next meeting. There was a driver behind me honking to seemingly get me to turn into the traffic.  I am wondering “who is this person?” as I looked in my rear view mirror.  Fortunately, I remained calm. I turned into the parking lot, and noticed the other vehicle following me. We both parked and out pops a client with who I am currently working, who was just excited to see we went to the same coffee shop and was only trying to greet me! Had my behavior been different, I could have really blown it.

The point of this blog entry is this.  I have learned a lot of lessons in my life. Some of the learning has even been painful; fortunately, most has not.  I wanted to share this lesson especially with Millennials.  More and more people – particularly Gen Y – have a more public persona online than ever before .  Between blogs, Twitter, FaceBook, and LinkedIn  we are all more “public” than we know.  And I am stunned by how much some people reveal about themselves.  As an example, one of my favorite blogs, http://www.askamanager.com had a post about a resume that listed that person’s personal blog on a behavior best left to the privacy of ones own home. Now most of you who know me well recall that I make it a point to be as nonjudgmental as possible in all of my interactions with others. So what people choose to reveal about themselves – particularly online – is up to them.  I would just encourage everyone to think about the future consequences of revealing that personal tidbit.  People – some of whom you will never know – will notice.

Filed Under: Commentary Tagged With: , , ,
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